Year-end salary increase "Tips"

The cold wave of siberea will solidify the earth, but everyone's heart is longing for the beauty of the New Year. The year-end salary increase is a great deal for many people looking forward to the last year. They cannot grasp whether or not they can increase the salary. Some people passively wait and give the initiative to the boss; others actively respond and sprint to the year-end salary increase, and strive for a fight at the year-end.

What are the tips for improving the year-end salary of the sprint "? In fact, the initiative for year-end salary increases is not entirely in the hands of the boss. You also have the right to speak.

Case study: their "Tips" and "Tips" for year-end salary increase"

Mr. Zhang is the manager assistant of the department. At the end of every year, his feet and hands are very diligent, and his mind is also very clever, the manager is always perfect for his special tasks at the end of the year, annual Department summary, and one-year department plan, this caused his boss-department manager to make a report at the company's annual business meeting, and won the award from the company's Big Boss. In this way, the boss immediately looked at Xiao Zhang and thought that he was an indispensable pillar of the Department. At the time of performance evaluation, Mr. Zhang was naturally assessed as "excellent" and included in the Red List of salary increases. After hearing the news, Mr. Zhang made a prompt to express his opinion to the manager. His boss's attention will spur him to make more efforts and cooperate with the manager to better fulfill the plan for next year.

Xiao Li is a Department clerk. She is outgoing and lively. She will be more likable at the end of every year. She will take care of it carefully, work hard, and make office affairs well organized. what documents are there, please tell me, the annual statistics are always superior to other departments, and she is also good at lobbying between people and asking others to give her more advice, she can always be evaluated as an advanced or Pacer at the end of the year. Of course, a salary increase is indispensable to her.

Analysis: Three Tips for improving salary at the end of the year"

1. Scale up the year-end Score Based on the near-cause effect

Although it is said that the approval of the year-end performance appraisal and salary increase list should be based on the judgment and determination of an employee's performance for one year, the visual view of people is far from small to large, in terms of psychological perception, the memories of recent behaviors are often clearer than those of distant past behaviors, so the results made at the end of the year are often remembered and magnified at the end of the year, this is a natural thing. Just like in the case of Mr. Zhang and Mr. Li above, it is precisely because of their outstanding achievements at the end of the year that they finally put them on the list of salary increases.

2. "point of view aggregation" attracts sight

At the end of each year, the monthly tasks are intertwined with the annual summary and plans. Various tasks are complex and busy. Time and capabilities are always limited, so it is impossible for people to get everything done, every task is done perfectly, so you have to prioritize the task, which is the most important task, and which is the most urgent task. If you think everything is important, if they are all in a hurry, take a different perspective and look at it. The basic points should be:

1) from the top: this is what your boss has to do on a certain day of the month. It must be a task that the boss has pressed down, for example, Xiao Zhang's Department summary and plan;

2) from this point of view: the performance of your boss and department at the end of the year is directly affected, this is to compare with other departments in the same sex and compete for a high level; for example, Mr. Li's annual statistics;

3) from the bottom: This is your core function. Everyone is looking at how you are doing it. The quality of your work is first seen as your ability and performance.

3. Show strengths in "interpersonal strategy"

Although interpersonal and performance are supposed to be two different concepts and categories, in fact, interpersonal and performance are interacting. Looking at people in the workplace from a certain perspective, the following three benchmarks have become unwritten "Psychological conventions ":

1) excellent, with outstanding technical skills, outstanding performance, and good interpersonal relationships;

2) In general, although they are technically competent, their performance is acceptable, but their interpersonal relationship is poor, or their technology is too good, and their performance is average, but their interpersonal relationship is good;

3) eliminated, with average technical skills, average performance, and poor interpersonal relationships;

Just as Xiao Li, who is good at lobbying between people, aims to expand the "secret" of salary increase in interpersonal strategy ", whether in terms of performance or interpersonal relationships, it is the best salary increase in the minds of superiors and colleagues.

Of course, we cannot list all the "Tips for advanced recruitment" for the sprint year-end salary increase in detail. After all, the positions and personalities of each person vary, and the strategies used should also vary from person to person, salary Increase policies cannot be copied as they are. Each person should formulate his/her own "strategy" for year-end salary increase based on his/her job characteristics, personality characteristics, and career development plans ".

I would like to remind you that the foundation of salary increase lies in the good career development of the individual. By the end of the year, everyone may wish to calm down and take a good look at the development situation of this year, at the same time, think about and plan the development in the coming year. Because, only a career that keeps improving and moving forward is the foundation of constant salary increases and value-added.

Source: China Human Resources Network